POINT METHOD IN JOB EVALUATION
Group 2Elsy Wahyuni 1210932007
Nur Putri Hidayati 1210932013
Fitryani Zulkhaira 1210932043
Sarvina 1210932002
Gesti Astria 1210932066
Fitri Fakhrun Nisa 1210932019
Fiwidya Wahyuni 1210932040
Zaid Zamanda 1210932067
DEFENITION
Point Method is a method in job evaluation by identify the
compensable factors and breaks them down into degrees
SUBFACTORS OF POINT METHOD
Skill• Experience• Education• Ability
Responsibilities• Fiscal• Supervisory
• Effort– Mental– Physical
• Working Conditions– Location– Hazards– Extremes in
Environment
Each factor is then divided into levels or degrees which are then
assigned points. Each job is rated using the job evaluation
instrument. The points for each factor are summed to form a total
point score for the job.
Jobs are then grouped by total point score and assigned to
wage/salary grades so that similarly rated jobs would be placed in
the same wage/salary grade.
ADVANTAGES
The value of the job is
expressed in monetary
terms.
Can be applied to a
wide range of jobs.
Can be applied to newly
created jobs.
Disadvantages • The pay for each factor
is based on judgments that are subjective.
• The standard used for determining the pay for each factor may have built-in biases that would affect certain groups of employees (females or minorities).
THE STEPS
There are 9 steps to do point method :
1. Select jobs to be evaluated
2. Input job information
3. Select the compensable factors
4. Define compensable factors
5. Define factor degrees
6. Determine total points in plan and weight compensable factors
THE STEP (CONT’)
7. Assign points to degrees within factors or subfactors
8. Evaluate key jobs first if known or evaluate all jobs if key jobs
are not known
9. Write the job evaluation manual
EXAMPLE
Step 1Select jobs to be evaluatedWe choose what job division that will be evaluate.
Step 2 Input the job information.
As with all job evaluation approaches, the
jobs must be analyzed and job descriptions/specifications prepared.
Step 3 Select compensable factors.
Just as with other methods or other job evaluation methods, the point
method generally uses a setof factors like skill, effort, responsibility
and job conditions.
Step 4 Define compensable factors
After we know the compensable factors from the step 3, we must
define one of them and make it specifically.
Step 5 Define Factor Degrees
After that, we must define how many degrees that will used
and make the points for each degrees. Don’t forget to make
the factors that will be analyzed, like job knowledge,
mental, training accountability and so on.
Step 6 Determine the total point of degrees
From the degrees that we have, we calculate total points for
each factors in degrees.
Step 7 Assign points to degree within factors or
subfactors.
Make a clear calculating of the degrees with separate
the job to subfactors points.
Step 8 Evaluate the Jobs
If the problem is with a key job, you return to Step 1; if it is with a
compensable factor, return to Step 3. This is done to validate the job
evaluation; therefore, the wage rate (for example, mean, median) used
for comparison with the hierarchical order is not important. Once fit
between the market rates and key job evaluation rates is established, the
job evaluation plan is validated and should not be changed until the jobs
and compensable factors for those jobs are changed.
Step 9 Write the job evaluation manual
The results of the committee's activities must be written up in a job
evaluation manual. Without a well documented job evaluation plan, the
plan is not usable except by the original committee. Documentation of the
committee's work should include the rationale for the factors chosen, the
rationale for weighting the factors, the rationale and procedures for
assigning points to factor degrees, and, finally, a description of the factors,
subfactors, and the degrees assigned to each.